Have you ever heard of contract goals? If not, it is very likely that in your next appointment or promotion, you may be in front of your boss negotiating objectives for the new function and their weights for each priority. The agreement is recorded in the human resources department of the company and will be removed from there in the upcoming evaluation of the manager. The basic difference of contract goals in relation to other processes of performance evaluation is that in most cases, the latter evaluates all employees with the same rule. The contracts of goals is an individual agreement between manager and employee. This practice is widespread for executive positions, especially in the case of multinationals, and is now being propagated to all levels of the organization.
In the past two years, SER, a company located in the city of  Campinas, state of Sao Paulo, which has been operating for 15 years on the management tools of people, held an average of 80 projects for implementation of assessment programs, with almost half of them in companies that have adopted the contract of goals. This tool allows greater strategic alignment between the top and bottom of the pyramid. Among the companies that have adopted the practice are Rhodia (chemical), Magneti Marelli (automotive), Cemig (energy) and Queiroz Galvão (construction). What you need to know if you see before negotiating a contract chief goals is to change the topic of conversation in relation to other assessment methods you know.
The contract of goal is a negotiation between the leader and the employee. It is worth examining the goals and the weights that will be placed in each priority, as from then on, it is that your bonus will be set or the profits of the company. If your company does not bind variable compensation to performance, it is negotiating a promotion if the goals are met, as explained in the contract. "I draw the performance of the result is not something that the developer should avoid, because the consequence in the medium term is the motivation of the employee," said Sergio Falsarella, CEO, SER HCM. You should also consider how ambitious the goal is that the company is putting on his lap and his competence to deliver what is being combined. "Sometimes, it is time to negotiate a rapid training that can improve their performance," says Sergio.

STAY ALERT:
In March, the auditor Antonio Laporta, 45, had to sign a contract, changing his contract of goals and making possible for him to achieve a change of area inside EDP, the electric utility that has an office in Sao Paulo. For: EDP promoted a tremendous restructuring over the past year and a half and all of its 100 managers had to sign a contract goals. Antonio has made a career as an auditor in EDP, but had the opportunity to move to the area of business development and innovation. In other words, he was moving from one area of process control and to assume a leadership position - Antonio was promoted to director of development and innovation - an area which focuses on generating new business. To avoid future confusion, the former auditor discussed that extensively with the leaders. "I questioned each of the proposed objectives to understand them well. Also, I wanted to know what behavior I should have in the new area, "he says.
In Antonio´s case , to understand the behavior most appropriate for the new role was important, because its contract goals (as well as all managers at EDP) covered also the behavioral part. In addition to quantitative targets, Antonio received the guidance of the heads that should work two specific behaviors in his new role: team work, because the new field work was more collective than individual, and assertiveness, as it would be put to the test more and would have to stand more often. In December, Antonio will be evaluated. Therefore, another important tip: even if your goals do not offer behavioral goals, it is worth discussing what actions the company expects you to achieve, the commitments pre-defined. This avoids future misunderstandings. Other experts recommend: avoid giving great weight to a single goal. This makes the goal of his contract a risk contract because you are signaling to the company that will meet the target with 100% certainty, which may not happen. And that can lead you to lose the bonus, be warned by the manager and, ultimately, lose their jobs.